Review the evidence behind each worker record.

Name the person, their role, the workplace and the organisation responsible for the review. List the evidence this particular work requires.

Separate the requirements you set from checks that must follow an official or sector-specific process.

Mark personal credentials shared by the worker and documents your organisation maintains, such as inductions and review decisions.

Confirm that the reviewer can access the evidence needed for this role. Keep access limited to that purpose.

Read the document, issuer, relevant dates and information supplied by the worker. Note what is missing and what needs an independent check.

An upload records supplied evidence. Record a completed review separately, with its method and outcome.

Use the expiry date stated on the credential when it has one. Record your organisation’s next review date as a separate field.

Do not turn a review policy into an invented document expiry date. Name the action required when each date approaches.

Save the reviewer, review date, evidence inspected and outcome. Name the person responsible for any missing evidence or follow-up.

Keep the reason for the decision with the record so the next reviewer can understand it.

Confirm what your team will request next, who will request it and when. Follow the updated evidence back to the worker’s record.

For right-to-work checks, use the current official employer guidance to choose and complete the appropriate check method.